Dear All,
Is there any format through which an HR can track the performance and other related activities of a new joiner so that, at the end of the probation period, they have a clear picture of the joiner's performance? Additionally, this format would help in understanding the reasons for any shortcomings and allow for cross-checking if the joiner is not deemed suitable.
Having this format would provide HR with a comprehensive view of the joiner's assessment during the probation period. It would ensure that if a joiner is not confirmed post the probation period, the reasons for the decision can be traced back through the collected monthly assessments.
If there are other assessment tools for new joiners during the probation period, kindly share a step-by-step procedure.
This format could alleviate HR from any bias or negative feelings that sometimes influence decisions made during the probation period.
Regards,
K
From India, Jalandhar
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12Is there any format through which an HR can track the performance and other related activities of a new joiner so that, at the end of the probation period, they have a clear picture of the joiner's performance? Additionally, this format would help in understanding the reasons for any shortcomings and allow for cross-checking if the joiner is not deemed suitable.
Having this format would provide HR with a comprehensive view of the joiner's assessment during the probation period. It would ensure that if a joiner is not confirmed post the probation period, the reasons for the decision can be traced back through the collected monthly assessments.
If there are other assessment tools for new joiners during the probation period, kindly share a step-by-step procedure.
This format could alleviate HR from any bias or negative feelings that sometimes influence decisions made during the probation period.
Regards,
K
From India, Jalandhar
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In our company, there is no particular format as such. We will send a note along with the appraisal form to the respective department head for their recommendations on the staff performance during the probation period. Based on their recommendations, we will issue a confirmation letter or probation period extension letter mentioning the areas for improvement.
From India, Hyderabad
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From India, Hyderabad
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Dear Mahi,
I agree that at the end of or a few days before the probation period ends, the report on the work, feedback, and improvements is sent to the concerned department head in a particular format or otherwise, and feedback is received for necessary action. However, what I was thinking was that in between feedback sessions, there should be follow-up on the candidate's work progress and adaptability to the job profile. This way, at the end of the probation period, you can compare this progress with the final report to analyze any variances at your end as well. (IN ADDITION)
Regards
From India, Jalandhar
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I agree that at the end of or a few days before the probation period ends, the report on the work, feedback, and improvements is sent to the concerned department head in a particular format or otherwise, and feedback is received for necessary action. However, what I was thinking was that in between feedback sessions, there should be follow-up on the candidate's work progress and adaptability to the job profile. This way, at the end of the probation period, you can compare this progress with the final report to analyze any variances at your end as well. (IN ADDITION)
Regards
From India, Jalandhar
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There is a practice in most of the organizations of sending an appraisal form to the concerned department at least 1 week before the completion of the probation period and advice to return the same to the HR department with their remarks, whether of confirmation or probation extension, to enable the HR department to proceed with further formalities.
In addition to the above, in our company, we ask the department head to send us a progress review report in a prescribed format (the format is sent to the department at least 1 week before the completion of 3 months) after the completion of three months immediately from the date of joining to analyze job performance and identify any training needs.
From India, Panaji
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In addition to the above, in our company, we ask the department head to send us a progress review report in a prescribed format (the format is sent to the department at least 1 week before the completion of 3 months) after the completion of three months immediately from the date of joining to analyze job performance and identify any training needs.
From India, Panaji
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Hi Kartiken, If you have got any format to track the performance of new joinee please share i required it very urgently.. Regards, Trupthi
From India, Bangalore
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From India, Bangalore
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Dear Trupti,
In fact, I also wanted to work on it because we HR professionals do not have a true picture of the performance of the staff we recruit, and we have to rely on their supervisors or department heads. I do not have it right now, but I will work on it and forward it to you based on my understanding. I hope Vinay Ji can provide some help here.
Regards
From India, Jalandhar
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In fact, I also wanted to work on it because we HR professionals do not have a true picture of the performance of the staff we recruit, and we have to rely on their supervisors or department heads. I do not have it right now, but I will work on it and forward it to you based on my understanding. I hope Vinay Ji can provide some help here.
Regards
From India, Jalandhar
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